Skip to main content Site map

Blog

How to Reinvigorate Company Confidence in Your Employees

Posted on: Wednesday May 26, 2021

There are few more worrying signs than noticing when an employee mentally checks out at work. One of the big reasons that employees can become detached from their role is that they've simply lost confidence in the company.

You might recognise the signs but not all might be ones that you'd instantly associate with a loss of belief in the organisation.

The warning signs

  • Lack of enthusiasm during long-term projects
  • Unwilling to learn new skills
  • A high turnover of employees
  • Poor quality of work

These are just the most common ones; you might have dealt with this scenario but with different symptoms appearing. It's vital to try and isolate the problem because a drop in morale can be contagious.

Approaches to take

Have transparent company goals

Unfortunately, a big reason why workers lose faith in the company they work for is that they aren't able to connect their day-to-day work with the overall company aims. This can breed a feeling of 'doing work for work's sake' and that means a lowering of productivity and morale.

If your workforce knows what the company aims are over a set period you can then seek to align them to their own goals and aims. You can sit down with them and find harmony between the two sets of values so that they understand what the big picture is and how they contribute, but also take into account what motivates them and their productivity.

Open the lines of communication

Gossip is a powerful weapon in any part of life, this is magnified within the workforce. If people suspect there might be layoffs on the horizon or a company sale it is only human nature to worry about how external factors will impact you.

You can curtail any unwanted news by involving your staff when the time is right. Hold semi-regular meetings where updates on the company are delivered, new initiatives are unveiled, and changes in operations can be announced. Where possible, open the floor at these meetings so that employees feel involved and get the answers they seek directly at the source.

Supplement these changes with regular surveys for your employees to take part in, anonymously. Release the findings of these to the shop floor so that they don't feel like it is just a box-checking exercise or merely window-dressing.

Make sure there’s a clear progression path for them to see

We've all heard the adage 'because we've always done it this way' and realise that just from a process viewpoint it's dangerous to have it become a mantra. When workers feel that they're just punching the clock to do the same thing they did last Tuesday and every Tuesday before then it becomes a slippery slope that will end in the employee feeling undervalued and stuck in a rut.

Sidestep this issue by offering cross-training opportunities that are framed within their own goals and drive to succeed. By getting their feedback regularly you can identify areas in which extra training or progression would be welcomed with open arms.

Don't hold back on praise where it's due

In almost all businesses, the goals of the company would be impossible to meet without the agreement and efforts of workers far removed from strategic decisions. Failure to recognise and reward this work is only asking for trouble.

You may not have the budget or scope for a full programme but simply taking pains to acknowledge your workers' efforts in front of their peers or superiors will give them a great sense of achievement.

So, if you do notice the warning signs it isn't too late to turn around. The key is in establishing employee engagement protocols and processes that can alleviate the issue the worker might have so that you can minimise your turnover rate, and increase the bottom line for your company.

Personal Group are employee engagement and employee communications experts. Find out more about the value we add.

Back

Student loan repayments – what’s the impact on your workforce and what can employers do to support those impacted by the cost of attending university?

We spoke with two of our HR experts at opposite ends of the generational spectrum: Innecto Reward Consultant Spencer Hughes, 27, who graduated from Swansea University in 2018 with a degree in Geography and Geoinformatics, and PG Business Development Director Andrew Walker, 59, who studied Modern Languages and linguistics at Aston University before student loans were introduced.

Posted on: 16 May 2024 by Andrew Walker, New Business Development Director, Spencer Hughes, Reward Consultant

Gearing up to combat the working-age health crisis

A recent BBC article entitled Why are we so ill? The working age health crisis, warns about the number of people being driven out of jobs because of ill health and refers to ‘one-fifth’ of the UK’s working age population living with a 'work-limiting condition'. This is a growing and serious issue that companies need to address to better understand and manage. 

Posted on: 3 May 2024 by Sarah Lardner, Director of Business Innovation

Seven ways to ensure your benefits technology is accessible to deskless workers

Our army of deskless workers need easy access to the benefits and products that matter to them the most. A drive for relevance, personalisation and speed should be at the heart of every effort we make to support them.

Posted on: 16 April 2024 by Andrew Walker, New Business Development Director

Speak to our experts about how Hapi can help drive employee value for your business.